Improving College Recruitment Program Recruitment is a serious issue for an organization and one that ought to be afforded a considerable amount of planning in order to successfully achieve desired outcomes. Recruitment is a costly process for an organization and poorly executed recruitment can result in selecting candidates that are not appropriate for the organization. A poorly executed recruitment can also reflect negatively on the organization’s reputation, which can cost the organization solid future candidates. Due to the cost both in time and in resources, a recruitment process deserves a solid training program that covers a variety of issues. Thought should be given to the topics to be covered in a training program, aids or materials recruiters will need, practical skills to be covered in the training, the person most appropriate to conduct the training, and any additional needs to be considered to ensure the training is most effective in achieving the goal of developing strong recruiting skills. Topics to be Covered in the Training Program Proper training is essential to an effective recruitment process. Marianne Collins, HR Manager for exempt employees, is already aware of the issues that can arise from ineffective or insufficient training. Among the issues experienced is a lack of concern for the security of applicant materials, lack of knowledge regarding the positions available, untimely processes, deficiency of knowledge about the hiring processes, legal infractions, an absence of professionalism in interviewing, and a failure to communicate the timeline for recruitment and hiring. To combat these and other issues that can arise due to a lack of training, the development of a training program will wan... ... middle of paper ... ...t with articulating the need to be positive and energetic about the organization in recruiting; Ms. Collins can articulate the process, policies, legal requirements, and job or organization specific facts about the recruitment (Reed & Bogardus, 2012). Proposed Recruitment Changes Works Cited Heathfield, S. (2014). Transfer at work is a career opportunity. Retrieved from http://humanresources.about.com/od/glossaryt/g/transfer.htm Heneman, H. G., Judge, T. A., & Kammeyer-Mueller, J. D. (2012). Staffing organizations (7th ed.). New York, NY: McGraw-Hill. Reed, S. M. & Bogardus, A. M. (2012). PHR/SPHR Professional in human resources certification study guide. (4th ed.). Indianapolis, IN: John Wiley & Sons. Tyler, K. (2005). HR Magazine: Train for smarter hiring. Retrieved from http://www.shrm.org/Publications/hrmagazine/EditorialContent/Pages/0505tyler.aspx
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
Mathis, R., & Jackson, J. (2007). Human resource management . (13th ed.). Mason, OH: South-Western Cengage Learning. DOI: www.cengagebrain.com
Last year Marianne delegated on-site campus interviews to three department managers to be recruiters preparing them only with a briefing to keep their questions specific to qualifications for the job. The three managers conducted 64 interviews over one week at four different college campuses and most failed to file interview reports in a timely manner. This year Marianne recognized that last year’s schedule was perhaps too rigorous for only three managers so this year she has instead selected twelve managers to be recruiters on just one college campus each. Marianne’s poorly managed campus recruiting program, has led her to seek the advice of professional HR colleagues to improve her efforts during this year’s campus recruiting program.
Another very important facet to HR recruiting should include a proactive approach to developing these internal candidates through mentorships and employees who are taking business and management courses that the company reimburses cost. Employees who take the initiative to take classes are internally motivated to advance within the company and in this case it is clear that CompTech has not taken full advantage of these internal candidates. One other aspect is that the HR managers are not all in one accord working together and are being maligned by the district managers who want external hires over their internal candidates. To this end, it is clear that for this company to get recruiting and hiring cost under control there should be a more structured approach that curtails expensive advertising practices. Additionally, it is important to develop more internal candidates through mentorships where proficient assistant managers are engaged in a processes known as a fast track model. Once these assistant managers complete this mentoring process they should be interviewed and back fill the company’s needs for store
Mathis, R. L., & Jackson, J. H. (2010). Human resource management (13th ed.). Mason, OH: Thomas/South-western
Carlyle should first determine what her expected outcome from hiring the personnel recruiter entail. Researching the role of a recruiter and comparing to her expected results will generate a blueprint of how to proceed with the job description (DePaul Brown & Tourigian, 2006). Next, there should be an outline of the issues that CompTech are currently facing, to ensure that the approach taken is not one that is repetitive of the current strategy. The outline will detail data from previous recruitment tactics, as well as demographic information. Also, the methods in which to conduct recruitment activities, such as social media, mass marketing, or television advertisements should be included. Of course, any recommendations by the recruiter that
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
It is very clear that Carl Robbins should sit down with his leaders at ABC, Inc. to work toward improvement of the company’s hiring and training processes. Carl was not provided the tools needed to be successful in his recruiting efforts. Monica, the Operations Supervisor knew Carl was new to the recruiting process; she did not assist him with his responsibilities, which resulted in t delay of new hire start dates. Carl reached out to the training room coordinator only to learn that it was reserved
Heneman, H. G., Judge, T. A., & Kammeyer-Mueller, J. D. (2012). Staffing organizations (7th ed.). New York, NY: McGraw-Hill.
The University of Queensland Recruitment and Selection Manual. (n.d.). Retrieved from The University Of Queensland Australia: http://www.uq.edu.au/shared/resources/personnel/recruitment/RecruitmentandSelectionManual.pdf
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174
Recruitment refers to those activities that an organization tries to attract people for applying a job in the organization. From these activities, chances will be given for people to apply jobs from there organization. An effective recruitment should have a right person in the right place at the right time; the main way to attract applicants can be listed as follows, walk-ins, employee referrals, advertising, websites, professional associations, educational associations, professional agencies, E-recruitment and world-of-mouth. Applicants can get some recruit informations form different ways; employees will provide a job description for those who are interested.
...greater number of people in an economic, efficient, and effective manner. This paper has provided a background and understanding of employment recruiting, the styles, methods, and tools available to allow customization of interviewing methods applicable to the situation or needs of the organization or project. An overview of the creative large scaled employee recruitment project Borgata Hotel and Casino notably made history and a study of best practices in employee hiring, recruiting and interviewing process that enhances corporate strategy.
A very important part of operating a successful organization is ensuring that the employees are effectively trained. Employees that aren’t properly trained, especially in a service organization, can have a negative effect on the customers’ experience. It pays off for employers to spend the time and money on training their employees. In the article titled Importance of Employee Training: 6 Reasons Why It Saves You Money, the author, Brian Benton, says “Employees who feel inadequate, underachieving, or unsupported are unhappy. They aren’t satisfied in their work, which will cause them to underperform, make mistakes, and not care about their work product. That costs the business in lost time and money.” (Benton, 2014). This paper will illustrate
Therefore, human resource professions plan in a way by understanding the requirement needed to handle task of a particular department. Therefore, giving job description is essential where essential skills and requirement that a candidate need to have must be given. Besides, person specifications are also important to know the experience and qualities within a person (Wright et al. 2014). After recruiting the candidates they are screened and selected to come up in next level where interview will be conducted among the selected candidates. In addition, training is an important element that groom up the candidates according to the roles and responsibilities they will be conducting as an organisation